Mental health problems affect one in six citizens and nearly half of workers in Europe, with an estimated economic and social cost exceeding 4% of GDP, according to the OECD.
Psychosocial risks in the workplace are emerging as a growing challenge for the safety and health of workers across the European Union. Experts point to changes in the world of work, including intensified work pace, job insecurity, increased digitalisation and evolving management practices, as key factors driving exposure to these risks.
Work overload, lack of autonomy, long working hours, job insecurity, inappropriate behaviour and lack of recognition have been identified as major contributors, often resulting in stress, burnout, absenteeism, reduced productivity and labour shortages.
All sectors are affected, with women and young workers particularly exposed.
Estelle Ceulemans, Member of the European Parliament and S&D coordinator for Employment and Social Affairs, said it is “essential” for the European Commission to propose a new directive addressing psychosocial risks and workplace well-being. “This is why I am tabling a legislative initiative report in the European Parliament,” she said, adding that such measures are needed to tackle stress, burnout, harassment and other mental health risks.
The draft report calls for a number of measures, including a dedicated directive to establish binding minimum standards for the prevention and management of psychosocial risks, in line with the EU’s “Quality Jobs” package. It also proposes recognising psychosocial risks as occupational diseases and easing or reversing the burden of proof to facilitate compensation for health-related harm.
The proposal further seeks to strengthen workers’ rights, including the right to a psychologically safe working environment and increased protection against retaliation.
Employers would be required to carry out mandatory annual assessments of psychosocial risks, particularly in the event of major organisational changes, and to develop annual action plans with concrete measures.
These would include reducing excessive workloads, regulating working hours and overtime, limiting unpredictability in work schedules and ensuring the right to disconnect. The proposal also calls for prior assessment of psychosocial risks before any restructuring or the introduction of monitoring or management technologies.
In addition, the report emphasises the need to strengthen social dialogue, ensuring the systematic involvement of workers and their representatives in both assessment and prevention.
Signs and symptoms of work-related stress
According to NHS, the following can be signs and symptoms of work-related stress
Common emotional changes include:
- feeling withdrawn, losing your drive and motivation
- decreasing self confidence
- intense emotional reactions – for example, being more tearful, sensitive or aggressive
Common changes to our thinking patterns include:
- jumping to conclusions without considering the facts
- minimising successes due to focus on challenges
- maximising problems, making them feel much bigger than they are
- automatically jumping to the worst-case scenario
- holding yourself responsible for negative outcomes
- turning a positive into a negative
Common behaviour changes:
- avoiding certain tasks
- working longer hours
- working through holidays
- taking extra time off work
16.04.2026.
